Journal: People Science - Human Capital Management & Leadership in the public sector Volume 1, Issue 2 Spring/Summer 2014 - Page 10

HR OPTIMIZATION Sector In the PUBLIC Allan Schweyer and Dr. Allen Zeman Part 1 Summary With expanding missions, budgetary constraints, and shifting demographics, government agencies, non-profits, hospitals and others need high performing talent at all levels. Today’s public sector organization is fueled by knowledge, it relies almost entirely on the strength and depth of its human capital to achieve its mission. Human Resources can no longer focus internally or concern itself only with the operations of HR. To drive a high performing, more innovative workforce, and to provide leaders with insights for better decision-making, HR must become part of mission delivery. HR Optimization means the most senior HR executive − a Chief Human Capital Officer or Chief HR Officer − reports to and regularly consults with the senior leaders of the organization. It also means having properly skilled and knowledgeable HR partners to help achieve the mission and key priorities at all levels. The first stage in HR optimization is to define your desired HR 5 organization. This includes knowing where the organization is now, where it wants to go, and why. Next, you should look at the current skills and competencies of the HR group. HR leaders should spend considerable effort gathering HR competency requirements from internal clients (i.e. line managers and supervisors) and some time examining what other HR organizations across the public and private sectors have done in their own efforts at optimization. In determining the optimal HR organization, pay less attention to what is “ideal” and more to what is possible. For example, while a highly centralized HR operation might yield important benefits, the likelihood of being able to implement and sustain the structure is low if the organization is decentralized as a whole, and/ or if a culture of distributed HR autonomy is in force today. Find the right balance after considering all of the variables and dynamics at play in your organization −